The four-to-five-hour continuing education (CE) course, available to retirement industry professionals on FiduciaryEducation.com, provides support in planning and incorporating holistic financial wellness benefits.
It is also compatible with all major web browsers and mobile devices.
With a new service from BenefitEd, workers can move the entire match over to pay down their student loan debt or just a portion of it.
In a decision granting victory to New York University, a federal judge noted “deficiencies in the Committee’s processes—including that several members displayed a concerning lack of knowledge relevant to the Committee’s mandate.” She has now been asked to amend the decision to remove committee members.
INSIDE THE MAGAZINE PLANSPONSOR June/July 2018
US SIF Launches Money Manager-Focused Guide, and Wells Fargo Updates Personalized Solution.
Results of a participant survey conducted by CUNA Mutual show a close tie between in-person training, short topical online videos, and self-guided learning modules as the preferred way to receive education about retirement plans.
The percentage of employers that default participants at a 6% deferral rate or higher more than doubled in the past decade to 19%, an analysis from Fidelity finds.
Younger Baby Boomers and Gen Xers are the most stressed about retirement, a Bankrate.com survey found.
Comments to the ERISA Advisory Council mention lack of utilization among plan participants and other ways DC plan participants can create sustainable retirement income.
A MetLife white paper suggests employers consider linking financial wellness communications with acknowledged personal milestones or positive behaviors.
Among other things, the Main Street Employee Ownership Act focuses on increasing the role of the Small Business Administration (SBA) in facilitating ESOPs by allowing the SBA to make loans to companies that they can then reloan to ESOPs.
Forty percent say information about fund fees is “very important” when selecting a mutual fund, ICI found in a survey.
A provision in a union contract limits the salary increases of teachers who are within ten years of retirement eligibility to no more than 6% above their previous year's salary, which prevents the school district from having to make contributions to the Teacher’s Retirement System.